Analyzing Personal Conflict Management Styles

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Conflict arises from various sources in the team setting (Capozzoli, 1995). The most common causes of conflict are values, attitudes, needs, expectations, perceptions, resources, and personalities. As we are all raised with different values, morals come into play when the team issue deals directly or indirectly with ones values, morals, or ethics. Conflicting attitudes can bring about problems as two or more team members prove to have differing goals in mind. Individual needs can cause rifts within a team when they are not satisfied. The expectations of team members are not the same on how the goal will be met. We all have different perceptions of life situation and interpret them differently. The lack of resources needed to complete a task can cause conflict. Differing personalities play a major role in team conflict.

This exceptional team management and leadership skill demonstrated our ability to get tasks accomplished, regardless of any hurdles staying in our way. Efficient conflict management is critical when managing stress, productivity levels, and team collaboration abilities. The ways in which we handled this conflict inspired creativity, harmony and cohesion amongst our team members. Reacting in a positive, innovative manner helped maintain a positive group dynamic, elevate our problem solving abilities and prevent future conflicts from

There are different conflict management styles, the dictatorial style, which insists that things are addressed their way and the low self -esteem style, which just allows others to have it their way. It is up to the individual to decide which way works for them. Additionally, the abdicator handles conflict by bowing out or walking away. This method is unhealthy because it robs the offended growth opportunity, which results from working through issues (Pegues, 2009, p.49). Another style is the collaborator, which often involves cooperation and pulling together to reach a common purpose and are emotionally balanced.

Disagreements are unavoidable in any business. A humble stage of disagreement can be helpful in creating enhanced thoughts and approaches, stimulating apprehension and resourcefulness, and motivating the appearance of long-suppressed tribulations. Conflict resolution approach must intend at keeping disagreement at a stage at which different thoughts and viewpoints are completely voiced but uncreative conflicts are discouraged. Encouragement of conflict situations is suitable if the project leader recognizes circumstances of 'group-think.' Group-think is a circumstance where disagreement hardly ever occurs because of high-minded group unity, which results in poor choices and insufficient production. Group-think conquers when there are a large number of members in a group that just agree with anything, with the outcome that there is no grim assessment of the circumstances and innovative thoughts are not recommended. Group members connect larger significance to status, stillness and calm in the group relatively than to procedural capability and capability. Members are unwilling to voice their impartial outlook in order to shun away from offending the

Conflict is a natural part of small group interactions and discussions. There are times when conflict can be helpful to the group by bringing up problems that may not have been noticed by the group. There are also times when conflict can be detrimental to a group dynamic by causing the group damage. Conflict management is having the ability to manage conflict within a group where there is a good amount of conflict of ideas without a large amount of conflict of feelings (Tubbs, 2012). Blake and Mouton’s Conflict Grid is a model used to mange conflict within a group. I will describe a conflict I have personally dealt with in the workplace and use Blake and Mounton’s Grid to identify the styles used from the grid as well as recommend

A leader has a role that can impact others to be more operative in functioning to attain a common goal and maintain effective working relationships amongst group members (Johnson & Johnson 2012). This makes leaders in groups considerably important in shaping individuals (Johnson & Johnson 2012). However, conflict arises in groups and becomes difficult to manage when a leader and the followers lack the skills to manage conflict as a team (Johnson & Johnson 2012). Leadership and conflict resolution skills must exists between leaders and followers in order to manage conflict (Johnson & Johnson 2012). Also, it is possible for followers to teach leaders how to lead and resolve problems since followers can play an active role in building relationships amongst group members (Howell & Shamir cited in Johnson & Johnson 2012). Since followers and leaders both have significant roles in accomplishing the group goals, they both have a role to manage conflict effectively as a group (Johnson & Johnson 2012). This essay will discuss how leaders have an important role in managing conflict and likewise with followers having important roles in managing conflict. Conflicts, the various types of conflicts that happen in groups and the reasons behind the conflicts will be mentioned followed by approaches that can be taken to help manage struggles within groups. The methods can be used by leaders and followers in order to manage

Integrating; this style of conflict management is concerned with identification of joint problem, confrontation of attitude and proposing the possible solution for the conflict. This style of conflict management is more effective for solving complex issues. Additionally, this style of conflict management tends to be more effective in long run. However, this style of conflict management may not be effective in managing the conflicts that surface out of differing values of employees.

Among the five strategies the one I appreciate the most is competition. Competition is useful in other avenues as well as conflict management, such as academics. Although competition does require a loser it does a good job of stimulating teams to put out best efforts. Further, competition saves time when there is a deadline looming. When working in a group conflict is an inevitable matter that one cannot escape, there are varieties of conflicts; ideas, opinions, beliefs, culture differences, and desired accomplishment. Everyone have different ideas and goals in accomplishing their tasks, therefore, it might be difficult to be dealt with amongst one another if they cannot come to an agreement or have an open mind for new things. Conflict in a group could mean that there is a diversity of believes, aims, and ideas. It indicates that team members are contributing their part, sharing their different point of view and trying to make a different. As a manager, one should not look at conflict as a bad thing; instead tolerate minimum conflict in a group as a way of motivation and a development method for improvement or exchanging ideas to reach their goals. However, if conflict increase and cannot be settled in a professional or peaceful manner, as a manager, I would use the collaboration strategy method to help solve the issues. I would start to request each team members to do their own participation and write down their ideas with a

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

This paper analyzed the conflicts communication by styles and types of conflict. There are five distinct types of conflicts, while this paper will only focus on collaboration conflict style and accommodating conflict style. These two types of conflict styles are more useful under corporative work environment. Additionally, my personal best and worst team experiences respectively illustrated how collaboration effective for my team work, and how overly accommodation influence my corporate outcomes. This paper is designed to offer a better understanding about conflicts styles, and intercultural communication and conflict within organizations. In terms of the paper structure, first, this paper gave a short explanation about the conflict styles. Then, some related concepts of Face Negotiation Theory explored in this paper as well. Additionally, it evaluated the effectiveness/ineffectiveness of collaboration conflict style and accommodating conflict styles in organizations.

The second form of conflict management is Compromising. This form brings along the idea that losing something is adequate when an individual gains a little. Both sides come to the middle to help serve the team and project on hand while making it possible for each person to maintain a portion of his or her original idea. The drawbacks of using this method are values and objectives can be lost in the process if they are compromised. Some of the demands from the other side may be too severe to come to a middle ground on. This method can also create other conflict if no respect for the compromise or the other team members exists. When this method is used to its full potential people of equal roles are equally committed to the team. “When the issue is to complex to just abandon the others ideas or perspectives and when the specific task that is being dealt with is only moderately important.” (Improving group, organizational or team dynamics when conflict occurs, 2008)

Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. K. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of Applied Psychology,